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Ten days later........
Ian Reid's "The Real Story" Ding, Dong etc. ....... says it best!
November 3, 2010
Gordon Campbell is gone.
"Praise the lord”. That’s what they are saying around BC Liberal Headquarters. “Is it too late?” is the next sentence.Snip
Probably. The two untainted contenders have ruled themselves out. The party is in a shambles and nothing will get done over the next six months as the government focuses on which one of the lesser lights in Cabinet will come to the rescue.
But lets get back to basics. Why now? What’s really going on over there in the Premier’s office, because you can bet your bottom dollar this was not planned.
Look at the evidence. Last week he recruited a new Chief of Staff and Press Secretary. Do you think he got either of them to leave their well-paid jobs with the offer of a week’s employment in the Premier’s office. I don’t think so......................
If one doesn't leave comments on other people's blogs, one will lose track of how many times Christy Clark's GCPE aka PAB have changed history. A click on any link that is from the Campbell NEW ERA has you looking straight at Christy Clark. At Ian Reid blog above, we left a comment which lays out the terms of engagement that a Chief of Staff eg. Paul Taylor was to adhere to. Included with that comment was a LINK to the original document like this:
Unfortunately the link is no longer in existence. That "slate" has been wiped as clean as though it were a missing disclosure document intended to bear close scrutiny by a Judge(s) running the BC Rail trial.
Here's what the document contained, with a few revisions, just to keep the public up to date. With two Premiers being involved since October 25, 2010, a change of "guards" took place that were made necessary because Christy Clark doesn't know whom to hire as a Chief of Staff.
October 25, 2010, ,
March 14, 2011
February 26, 2012,
September 24, 2012
Paul, Mike, Ken, Dan:
This letter will confirm your appointment as Chief of Staff, Office of the Premier, effective October 26, 2010, etc. as specified in your appointing Order in Council.
Your status as Chief of Staff will be that of a Deputy Minister and your salary will be $195,000.00 per annum. The other terms and conditions of your employment are those established for Deputy Ministers as Category A appointments, set out in the Terms and Conditions for Excluded Employees.
Relocation assistance will be provided (from Alberta for Ken) and an official at the BC Public Service Agency will contact you ALL to develop a mutually acceptable relocation reimbursement agreement.
As a public service employee you must conduct yourself in a manner that maintains and enhances the public’s trust and confidence in the public service. Please re-familiarize yourself with the Standards of Conduct for Public Service Employees. Further, as you know, as an Order in Council appointee your order may be rescinded at any time resulting in the termination of your appointment. Attached are the Employment Termination Standards and the Post-Employment Restrictions for your reference.
Should you have any questions about these policies or your entitlements, please contact Mark McLeod,
Director of Executive RecruitmentExecutive Advisor Recruitment at the BC Public Service Agency. Mark can be reached at (250) 387-0913 250 952-0913. Once you have reviewed the attached information and signed this letter indicating your acceptance, please return the original letter to my office.
I would like to thank you for accepting this appointment and I look forward to working with you.
Gordon CampbellChristy Clark
Just to give you an idea of how much a BC Liberal Chief of Staff receives, if Dan Doyle hasn't been told in his written contract from Premier Christy Clark, the Chief of Staff to Gordon Campbell.... Paul Taylor, according to Note 5 in the image above, received payments and benefits PLUS severance equal to 6 months salary and benefits = $201,950. He only lasted four and half months from October 26, 2010 to March 12, 2011. A quick calculation, converting it to monthly amounts, spread over four and half months, is:
Complaint Procedures – Excluded EmployeesThese procedures will also apply if either the complainant or the respondent is a Deputy Minister. In such cases, the Deputy Minister to the Premier will assume the function of the Deputy Minister for the purpose of these procedures.
Employees who believe that they have a complaint of discrimination or sexual harassment may approach their supervisory personnel, association representative, or other contact person to discuss potential means of resolving the complaint and to request assistance in resolving the matter. A matter dealt with to the complainant’s satisfaction is considered to be resolved.
If the matter is not resolved to the complainant’s satisfaction, or if the employee chooses not to proceed informally, the employee, within six months of the alleged occurrence, will approach the first level of excluded management not involved in the matter, for assistance in resolving the complaint. The manager will investigate the allegation and take steps to resolve the concern as appropriate within 30 days of the issue being raised by the employee. Employees may wish to have a representative present.
If the resolution proposed as a result of the management review is not acceptable, the complainant may refer the matter, in writing, to the Deputy Minister within 30 days of receiving the manager’s written response or when the response was due. The complainant may seek assistance through their human resources personnel or association representative. The written complaint will specify the details of the allegation including:
The Deputy Minister will provide a copy of the complaint to the respondent. The Deputy Minister will acknowledge, in writing, receipt of the written complaint, have the matter investigated and take such steps as may be required to resolve the matter.
- name, title and ministry of the respondent;
- a description of the action, conduct, events or circumstances involved in the complaint;
- the specific remedy sought to satisfy the complaint;
- dates of incidents;
- names of witnesses (if any); and
- prior attempts to resolve (if any).
The employee and association representative, if applicable, will be advised in writing of the proposed resolution within 30 days from the date the Deputy Minister received the written complaint or a later mutually agreed upon date.